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Unconscious Bias: YUFE4Postdocs Selectors
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Unconscious Bias: YUFE4Postdocs Selectors
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Equity – treating people differently, where necessary, to achieve equality Equality – The state of being equal, especially in status, rights or opportunities
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Diversity
- A broad concept
About understanding that each individual is unique Moves beyond tolerance Embraces and values difference Brings innovation and creativity Is beneficial to teams and organisations
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Inclusivity: The practice or policy of including people who might otherwise be excluded or marginalised Inclusive: Something that does not leave any part, or group, out
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What might an inclusive environment feel like to you?
- Being smiled at
- Someone using your name?
- Being asked what your pronouns are?
- Seeing people like you?
- People not making assumptions about your sexual orientation?
- Being able to independently access facilities?
- Feeling able to be yourself?
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Unconscious (or automatic) Bias
A bias that influences our thoughts and behaviours without our awareness Triggered by our brain making quick judgements and assessments of people and situations Influenced by our background, cultural environment and personal experiences
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What might trigger our biases?
- Ethnicity
- Age
- Religion or belief, or someone's lack of religion or belief
- Sexual orientation (actual or perceived)
- Disability
- Clothing, hairstyle, whether someone has piercings or tattoos
- Body language, accent, how someone speaks
- Personality, interests
- Family/ friends
- Whether people work or not, the jobs they do, their level of seniority
- Where people live/ the type of accomodation they live in
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Science faculty’s subtle gender biases favour male students (pnas.org)
Moss-Racusin et al 2012
Women in science and engineering | EPALE (europa.eu)
European Commission 2019
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Spot the unintentional unconscious bias
Our unconscious biases are deeply embedded – our stereotypes and preconceptions automatically lead us to make associations without us even noticing.
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Types of unconscious bias
Affinity Bias
Affinity (like me) bias leads us to favour people who, we believe, are similar to us in some way….
- Educational background
- Place(s) of study
- Professional qualifications
- Jobs held
- Interests
- Research interests
- Or looks!
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Types of unconscious bias
Confirmation Bias
Confirmation bias is seeking, favouring, and placing greater importance on information that supports what we already believe whilst dismissing, explaining away, or failing to seek contradictory evidence
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Types of unconscious bias
Perception Bias
Perception bias occurs when our perception is skewed by stereotypes and assumptions. The Hollow Mask What do you see.......?
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Types of unconscious bias
Types of unconscious bias
The Horns Effect
The Halo Effect
Positive characteristics are overshadowed Leads us to treat someone less favourably
Negative characteristics are overshadowed Leads us to treat someone more favourably
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Strategies to reduce the impact of our biases
Accept that we all have biases Make the unfamiliar familiar Make the uncomfortable comfortable Make the unbelievable believable
Result - We can then expect the unexpected
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Strategies to reduce the impact of bias in a YUFE4Postdocs selection panel
What is the context?
Could I get more information?
- Be clear about the selection process and criteria before reviewing applications
- Rank candidates before hearing the views of other panel members
- Listen to, and value, the perspectives of others
- Take the time to look carefully at every application
- Focus on countering stereotypes and avoid making assumptions
- Ensure that every panel member’s voice is heard
- Take adequate time to decide
- Once preliminary decisions have been made, review them explicitly with unconscious bias in mind
Have I made any assumptions?
What do others think?
Who have I spoken to?
Why do I think this?
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The YUFE Community Code of Conduct
describes the attributes that characterise a member of our community.
ADOPTS A POSITIVE ATTITUDE
- Views setbacks and challenges as learning experiences.
- Supports colleagues when things go wrong.
- Is open to receiving constructive criticism or feedback.
ACTS KINDLY TOWARDS OTHERS
- Looks out for others and offers help when they see someone struggling.
- Shows appreciation for the contribution and efforts of others.
- Shows thoughtfulness in words and deeds.
COMMUNICATES RESPECTFULLY
- Considers the potential impact of their words and actions on others.
- Embraces the diversity of languages spoken among theYUFE community.
- Gives feedback and shares views with civility.
WANTS TO LEARN FROM OTHERS
- Actively seeks the views of a diverse range of people.
- Shows genuine interest in the experiences, backgrounds and cultures of others.
- Engages in personal and professional development activities.
PRACTICES SELF-REFLECTION
- Recognises their own abilities and limitations of competence and is not afraid to ask for help and advice.
- Apologises when they behave inappropriately.
- Is aware of their privileges and advocates for those without privilege.
TAKES PERSONAL RESPONSIBILITY
- Is accountable for their actions.
- Respects confidentiality.
- Acknowledges when they are wrong.
ROLE MODELS THE YUFE VALUES
- Challenges inappropriate behaviour.
- Takes steps to minimise the impact of their biases.
- Encourages others to promote diversity and inclusivity.
All members of the YUFE community must behave in ways that are consistent with the Code and, where the behaviour of others falls short, encourage them to do the same.
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YUFEalliance
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YUFE Alliance
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